O'Melveny & Myers LLP

New York, New York, USA

1,818 Total Employees

Year Founded: 1885

View Website

O'Melveny & Myers LLP Company Culture & Values

Updated on January 12, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's the company culture like at O'Melveny & Myers LLP?

Strengths in collaboration, people-centric policies, and values-led initiatives coexist with BigLaw workload intensity, perceived inequities for some roles, and occasional bureaucratic friction. Together, these dynamics suggest a supportive, purpose-driven culture that is especially strong for attorneys, moderated by structural and workload realities typical of large firms.

Positive Themes About O'Melveny & Myers LLP

Collaborative & Supportive Culture: Collaboration across teams and with clients is emphasized to leverage collective experience and deliver strategic, customized advice. Colleagues are described as kind and respectful, with partners investing in mentorship and associate development.
People-First Culture: Employee well-being is prioritized through a holistic Living Well program and connection-building events like dinners, hikes, and happy hours. Work hours are often described as reasonable relative to peer firms, with unlimited pro bono counting toward expectations reinforcing a humane approach.
Authentic & Consistent Values: Pro bono and community engagement are treated as core to the identity, with widespread participation on impactful matters. DE&I is embedded in programs and demographics, and the firm is widely recognized for quality of life and a positive culture.

Considerations About O'Melveny & Myers LLP

Workload & Burnout: Long hours and intense sprints occur during trials, investigations, and deal closings, reflecting client-driven timelines. Even with wellness efforts, the pace can be demanding when matters peak.
Favoritism & Inequity: Staff experiences can lag attorneys’, with accounts of HR dissatisfaction and a sense that non-lawyer roles are less valued. Compensation perceptions are mixed versus peers, creating concerns about fairness for some roles.
Bureaucracy & Red Tape: A consensus- and committee-driven environment can introduce bureaucracy around staffing and compensation decisions. Hierarchy and rigid processes in some groups can slow decisions and reduce flexibility.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

Is This Your Company? Claim Profile